Job-protected sick days in BC

Hello,
BC recently implemented 5 job-protected paid sick days (in addition to the 3 unpaid sick days). I’m wondering how this plays out for an employer’s attendance disciplinary process. Is it best practice to start the disciplinary process after the 8 days are used up or can an employer start the process earlier?
Another scenario, if you don’t mind: A new hire within their 3 month probation is not eligible to receive the 8 job-protected days. The new hire calls in sick five times, for example, during their probation period and a further five times after their probation comes to an end. Does this mean the five paid days after their probation ended are job-protected and can’t be considered part of the disciplinary process? 
Thank you